Just saw it. Junior NYC A almost went down to 10,000

Isn't it a violation to post porn?

Good question. At least it gives our reps more issues to consider as they determine our ultimate path. For example, will we come out ahead if we retain or increase our share of "at risk" compensation, e.g., profit sharing, or would we be better off taking some risk off the table by cashing more in?

Before anyone accuses me of having an agenda of any sort, recall that I have advocated on these boards for an increase in "at risk" compensation, under the assumption that we'll do better in good times than we would with less "at risk," albeit not so well in bad. I don't know that I've changed my mind, but when smarter people than I put out various points of analysis, I do consider them.

So let me get this straight. For the last couple years, the HSA was getting worse and worse to try and weed people off of it. Now they want everyone on the HSA so the solution is to make the HRA as bad as possible so we will be forced to the HSA? The contractual plan rose 20 percent last year from $400/month to $480/month. If it does another 20 percent, it will be $576/month next year. I didn't look so I'm not sure that's accurate. What I'm getting at is even at our salaries, insurance is starting to become unaffordable.

That is a CONCESSION.

Why do you keep floating concessions when the company is making billions.

NO reduction in profit sharing. YES to pay and QOL increases.

Why are people even talking about concessions?

You can thank the "affordable care act" (obamacare) for this


Tr

That's great. March 2000 hire. 133 away from a 2007 hire.

So, can somebody tell me where I'm missing something here? How does a NYC 717 FO hired about a month ago get out of his/her seat lock to hold ATL 7ER FO?

My first thought was displacement, but I thought we were expanding the 717 in NYC.

Cheers

I think he was asking a question, not declaring anything in particular.

At the end of the "end game", all of our other sections are TA'd, the last discussion is Section 3. You've negotiated most of the pay rate increases.... the company says "for the last 4% raise you want, we don't want to be locked into a structure that high in case things turn south..."

They offer 3% in fixed rates

OR

to increase the PS plan equal to 5% more.

What do you do as the negotiator?

The company can waive freezes any time they want to. Bid what you want at all times.